A systematic approach in developing management workforce readiness for digital health transformation in healthcare

Background: The COVID-19 pandemic has sped up digital health transformation across the health sectors to enable innovative health service delivery. Such transformation relies on com-petent managers with the capacity to lead and manage. However, the health system has not adopted a holistic approach in addressing the health management workforce development needs, with many hurdles to overcome. The objectives of this paper are to present the findings of a three-step approach in understanding the current hurdles in developing a health management workforce that can enable and maximize the benefits of digital health transformation, and to explore ways of overcoming such hurdles. Methods: A three-step, systematic approach was undertaken, including an Australian dig-ital health policy documentary analysis, an Australian health service management postgraduate program analysis, and a scoping review of international literatures. Results: The main findings of the three-step approach confirmed the strategies required in developing a digitally enabled health management workforce and efforts in enabling managers in leading and managing in the digital health space. Conclusions: With the ever-changing landscape of digital health, leading and manag-ing in times of system transformation requires a holistic approach to develop the necessary health management workforce capabilities and system-wide capacity. The proposed framework, for over-all health management workforce development in the digital health era, suggests that national col-laboration is necessary to articulate a more coordinated, consistent, and coherent set of policy guide-lines and the system, policy, educational, and professional organizational enablers that drive a dig-ital health focused approach across all the healthcare sectors, in a coordinated and contextual man-ner

Preparing the Hospitality and Tourism Workforce for the Future of Work

The economic restructuring necessitated by the Covid-19 pandemic has ignited a fundamental transformation of the US workforce driven by powerful digital technologies. No sector has been hit harder than the hospitality and tourism industry (H&T), and no industry has more to gain from reinvention. H&T employs about 32% of the US labor force; however, workers’ wages, benefits, and career support are among the lowest of all industries. Moreover, research shows that numerous jobs in H&T are susceptible to automation due to advancements in artificial intelligence (AI). The fears related to job loss resulting from applying advanced technology, such as AI, are rising, and the H&T workforce requires significantly higher levels of research support to advance the workers’ skills and careers

Fourthspace: The Role of Active Social Inclusion in the Workforce Entry of Syrian Refugees in Scandinavia

The 2015 displacement of Syrian refugees into Scandinavian countries provoked a refugee integration policy adjustment that focused on workforce and higher education entry. It is a policy approach that requires attention on barriers to workforce entry to ensure effective policy implementation. This article provides insight into the larger, often overlooked barriers of Eurocentrism and historical biases on refugee labor integration and provides policy solutions to reduce their impact. Active social inclusion (ASI) and Fourthspace are introduced as a framework to reduce biases to workforce entry and integration time barriers faced by Syrian refugees. ASI can provide mechanisms to increase access to labor markets through access to greater opportunities for gaining native language proficiency, mentorship and the creation of network. Fourthspace allows for the intersecting of digital and physical inclusion to reflect the usage of these intersecting geographies and ultimately the assertion of agency by Syrian refugees into physical and liminal European landscapes as a counter to the passivity within integration policy. My argument is that ASI and Fourthspace can serve as an active tool refugees can access to reduce the time barrier to workforce entry and connect to real world and digital resources. As digital social platforms increasingly become crucial in navigating the physical spaces of our daily lives, the intersecting and bridging of online and offline environments, addressing digital divides, biases and barriers are crucial to meet the United Nations High Commissioner for Refugees’ (UNHCR) Digital Transformation strategy call for a reduction to barriers to digital inclusion as a strategy to reach integration policy goals

Assessment of Digital Skills in Serbia with Focus on Gender Gap

The world is constantly changing creating a new environment. One of the main factors in this process is the Digital Transformation which requires adjustment of skills, institutions, processes and business models. The European Commission started to cope with this topic in last twenty years and today their activities are according to the “Europe 2020 Strategy.” Enhancement of digital skills is one of the priority. Serbia also makes an effort in this area and policymakers already adopted several documents and policies. The main issue is a lack of scientific research that cover the subject – ex ante and ex-post analysis of adopted policies. We consider this subject very important having in mind that the digital skills become one of the basic element for the national growth and competitiveness. This paper presents findings on the existing level of digital skills of the workforce in Serbia, with focus on the gender gap. Findings are based on a standardized survey conducted during September 2017, within the pilot study research. Results show that the level of digital skills is Serbia is lagging behind the EU average and that the level of digital skills of Serbian women is lower than men

Promising State Policies for Personalized Learning

This report is a valuable resource for state policymakers—whether they are seeking to create conditions in state policy to support personalized learning, moving forward with initiatives to develop personalized learning pilot programs, hosting task forces to explore policy issues and needs, or taking a comprehensive policy approach for supporting advanced personalized learning models.Personalized learning is where instruction is tailored to each student's strengths, needs, and interests—including enabling student voice and choice in what, how, when, and where they learn—to provide flexibility and supports to ensure mastery of the highest standards possible

NASA's Digital Transformation (DT) Initiative

NASA's Digital Transformation (DT) Initiative will dramatically enhance NASA's mission impact by reinventing mission and mission support processes, products, and capabilities, enabled by an innovation culture, digital-savvy workforce, and advanced digital technologies, building on a foundation of modern data management and IT security. This presentation, as part of a conference panel, provides an overview of NASA's DT Initiative, and describes how the Initiative supports an "antidisciplinary" future, where the greatest mission transformation opportunities will be found at the intersections and mergers of multiple disciplines

Digital skills supply and demand on the Russia regional labor markets

The digital transformation has a significant impact on labor resources development, leading to a change in the skills types that are in demand and offered in the labor market. Due to the spatial heterogeneity of the Russian economy, the digital skills of the population in different regions have significant differences, which acts as a limitation of labor mobility, reduces the efficiency of using human potential and requires the development of inclusive regulatory measures. The study purpose is to assess the current spatial differentiation of the digital skills of the workforce, the ratio of their market demand and supply, as well as to propose appropriate measures to improve the efficiency of the regional labor market. A quantitative assessment of the demand of employers for workforce digital competencies in the regional labor markets was obtained on the basis of an analysis of the requirements for applicants presented in the unified database of vacancies in Russia, their further automated processing and ranking. The corresponding quantitative assessment of the market supply of digital competencies of the workforce was obtained using the hierarchical data clustering. The scientific novelty of the study lies in the identification the imbalance between the level of workforce digital skills development in Russian regions and the needs of regional labor markets. The practical significance of the study results lies in substantiating the policy of workforce digital skills inclusive development for each region, which should include corporate strategies for the development of digital competencies of both employed workers and potential job seekers

Robotic Process Automation: Implementation in Private/Public Sectors and Opportunities for Cultural Heritage Organizations

In the current race to master digital transformation and harness its potential in the workplace, Robotic Process Automation (RPA) is gaining popularity among cognitive technologies as a robust and easy way to streamline certain repetitive processes. As automation strategy goes, RPA offers a solution to simplify business complexity by automating rule based and repetitive tasks without requiring major changes to existing hardware and systems’ architecture. A unique feature of RPA programing is that it does not require knowledge of coding. The RPA software uses graphical user interface (GUI) to capture keystrokes and mouse clicks to automate an entire workflow or just certain tasks within a bigger process. This paper presents how RPA is being implemented in different industries to broaden the general track to digital transformation and further the path of freeing employees from redundant and repetitive tasks in order to spend more time on high-value work that requires creativity and decision-making skills. While many businesses where the need for speedy solutions to deliver data and complete repetitive tasks have begun adopting RPA and using artificial intelligence integrated solutions, libraries, archives, and museums (LAMs) are still lagging in RPA implementation. To raise awareness and curiosity among LAMs about RPA technology, this research has relied predominantly on literature review from resources outside the LAM field to highlight how RPA is being implemented to augment the workforce in other fields to boost efficiency and develop employees to handle more complex decision-making tasks. Thus, improving productivity and, where external stakeholders are involved, client satisfaction

The evaluation and the effectiveness of project management in transformational e-government projects

This paper forms part of an ongoing research of a PhD degree to describe, critically evaluate and examine the underlying barriers and challenges in large e-Government initiatives. The paper invites technology to be incorporated and inculcated into the art and science of project management, and be part of a passable solution as opposed to being distinct and separate from it. The tools used have to increase the novelty (art and science) of project management through human interaction, and empower the project manager and aiding his capacity in delivering the expected outcomes. Due to inadequate implementations of project management procedures and processes, many large information technology systems (ITS) projects failed. This becomes a characteristic and encompasses e-Government project initiatives, due to ambitious program changes, major innovations, large transformations, enterprise wide solutions, collaboration across organizations’ governments and private sectors, and the implementation of unprecedented (or ambitious) solutions. This research paper critically analyses and summarises a list of e-Government challenges and barriers arising from an e-Government survey administered on behalf of the World Information Technology and Services Association (WITSA) which represents the national technology associations in 70 countries. It compares these challenges to the Project Management Body of Knowledge (PMBOK), which is the North American standard in project management methodology. In addition, it highlights the weaknesses in PMBOK to address these challenges and offers a technology-enabled enhancement to the Project Initiation Phase, the area identified as being particularly weak and inadequate in addressing e-Government initiatives and requirements

Skills are not enough : the globalisation of knowledge and the future Uk economy

The UK’s policy response to globalisation centres on building a highly skilled population and competing in higher value market places: this is not enough. The UK needs to move beyond a ‘national-centric view of the world’ and to place a greater emphasis on active demand side policy that engages with employers and focuses on job creation, job quality and labour supply